Phoenix Children's Will Appoint New HR Leader
Wanda Shoer will manage organizational strategy and talent development at the health system.
Updated on Oct. 12, 2026 in People
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Phoenix Children's will appoint Wanda Shoer as its new senior vice president and chief people officer on Nov. 2. She will oversee talent acquisition and human resources strategy for the health system.
Why it matters
The appointment signals a shift in leadership for the Phoenix health system as it manages organizational effectiveness and staff development. The move brings executive experience from large-scale global organizations to a local medical provider.
Shoer brings 25 years of experience in organizational transformation, including a 10-year tenure at Johnson & Johnson. She replaces interim HR leader Steve Schuster, who is retiring after 8 years at the health system.
The players
Phoenix Children's
A major Phoenix-based health system providing pediatric medical care.
Wanda Shoer
An executive with 25 years of experience in organizational transformation and former chief learning officer at Sanofi.
Steve Schuster
The departing interim chief human resources officer with an 8-year tenure at Phoenix Children's.
The details
Shoer will direct the health system's people strategy, which encompasses team member development, recruitment, and human resources. Her role focuses on organizational effectiveness, a task she previously managed at Sanofi. She assumes these responsibilities as Schuster prepares for his planned retirement at the end of 2026.
Timeline
Nov. 2: Wanda Shoer assumes her new role.
End of 2026: Steve Schuster retires from Phoenix Children's.
Market Landscape
This appointment follows the broader healthcare industry trend of elevating human resources leadership to the C-suite to prioritize organizational culture and talent retention. It reflects an ongoing shift where clinical systems increasingly recruit from global, multi-sector firms to scale internal operations.
Operations leaders should monitor how this transition affects recruitment processes and internal development programs at the health system. If your firm partners with the health system, expect potential pivots in vendor engagement and partnership protocols regarding organizational effectiveness.
The takeaway
Large-scale organizational change often requires leadership experience from outside the immediate industry to break traditional operational silos. Owners should audit their own HR pipelines to ensure they can attract talent capable of scaling culture during periods of significant transformation.
Further reading
Learn more about local leadership shifts in our People section.
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